A no-nonsense newsletter for busy leaders who are done with overwork and ready to scale smarter. Join a community of 15K+ leaders and followers across platforms getting concise, actionable insights on leadership, team building, and how to use AI and hybrid intelligence to make work easier—so you can earn more, go home earlier, and lead with purpose without burning out.
Will you co-create with me?
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Hi there! I heard this phrase recently - “People support what they help create”. But it’s only part of the story. When people co-create, they don’t just support—they elevate. They build better products, more innovative organizations, and yes, even better books. As part of my writing journey, I’ve had the privilege of interviewing experienced leaders and CEOs. Their insights have been incredibly valuable. Take Hillel Fuld, for instance. He’s a renowned tech expert and startup advisor who believes that while technology can be copied, people and talent cannot. He shared a fascinating story about an investor—the first one in Uber—who met Travis Kalanick, Uber’s CEO. Despite the evident challenges, the investor believed that if anyone could make Uber a success, it’d be Travis. Talent, Hillel argues, is innate. It’s about recognizing it and recruiting people who are not just skilled but truly talented. Read the full interview here In another enlightening conversation, Erik Visser, CEO of Hamlet Protein, shared his thoughts on essential focus areas for a newly appointed CEO. He emphasized the power of questions like, “What would you do if you were the CEO of this company?” and “How can we help you be more effective in your role?” These questions often generate invaluable feedback and help in creating a collaborative environment. Read the full interview here. Speaking of collaboration, I recently wrote an article for Forbes Coaches Council titled The 5 Levels Of Team Trust: Mastering Remote Work Dynamics. In it, I describe the team trust pyramid and how leaders can build trust at various levels. Building trust is crucial, especially in remote teams, and understanding these dynamics can make all the difference. I have to be honest with you, writing about transforming disengaged, alienated teams into high-performing ones is quite a challenge. And I’d love to hear your thoughts. What’s the one thing you would absolutely never want to see in a book on this topic? Just hit reply and share your thoughts. Your feedback could help shape a better, more impactful book. Take care, Daria PS - If you enjoy these updates and want to stay in the loop, follow me on LinkedIn for articles and posts on leadership and team development. |
Meaning Makers
A no-nonsense newsletter for busy leaders who are done with overwork and ready to scale smarter. Join a community of 15K+ leaders and followers across platforms getting concise, actionable insights on leadership, team building, and how to use AI and hybrid intelligence to make work easier—so you can earn more, go home earlier, and lead with purpose without burning out.
Hi Reader, Daria's here. I was talking with Rachel Sutherland recently — she runs People and Operations at a company of about fifty, growing fast from a startup into a scaleup. And of course, we talked about the transition that comes easy to no leader. You've heard plenty about the importance of delegation — "hire people smarter than you," the productivity math. But there's a part that makes it genuinely hard, and it isn't logistics. It's an identity shift. You built something by being close...
Hi Reader, A few months ago, I sat with a senior engineering leader — sharp, self-aware, running a large org inside a big tech company — and walked him through his GC Index profile. He looked at his results for about a minute and went straight to the lowest number. Four scores high, one sitting at a 3. And he did what almost everyone does the first time. He pointed at the 3 and asked me how to fix it. I didn't answer that. It's the wrong question. The GC Index doesn't measure how good you are...
Hi Reader, Daria's here. And today I want to talk to you about communities. Honestly, I think it's one of the best ways to learn, grow, and connect. It is so valuable — and also so hard to build. It starts with real energy. People show up. And then, somewhere around week six, it goes quiet. We tend to blame ourselves for that. Maybe we didn't have enough passion or needed more follow-through. But enthusiasm and passion aren't really the problem. The missing part in most communities is...